Workplace Bullying

AbstractObjective: This quasi-experimental study aimed to examine the effect of the cognitive behavior modification program on stress, among caregivers of older adults with dementia. Method: Thirty caregivers living in Chonburi, Thailand, were randomly assigned equally to either experimental, or control groups. The experimental group received the cognitive behavior modification training program for 8 weeks, while the control group received usual care. Research instruments consisted of 1) cognitive behavior modification program, 2) demographic data collection form for both caregivers and their elderly, and 3) stress questionnaire for caregivers. Data were analyzed using descriptive statistics, independent t-tests, analysis of variance with repeated measures, and pairwise comparison for mean difference using Newman-Keuls method. Results: The mean stress scores in the experimental and control groups at post-test and the one-month follow-up, were significantly different (P < 0.05). I...

Objective: To identify depression level and examine the influence of psychosocial factors on depression in Bhutanese high school students. Methods: Data were collected from 316 students in grades 9 - 12 at a higher secondary school, Sarpang District in Bhutan selected through multi-stage random sampling. Self-administered questionnaires including 1) demographic information, 2) Center for Epidemiologic Studies Depression Scale, 3) Rumination Response Scale, 4) Type D Personality Scale, 5) Education Stress Scale, 6) Social Peer Rejection Measure, and 7) Family Dynamic Environment Scale were used. Scales 2 to 7 had acceptable to high reliability with Cronbach’s alpha coefficients of 0.89, 0.91, 0.75, 0.87, 0.89 and 0.91, respectively. Data were analyzed using descriptive statistics and multiple regression. Results: The sample’s mean depression score was 19.12 (SD = 8.20) where 33% had depression (N = 104). Rumination, Type D personality, academic stress, peer rejection, and  family env...

A person can experience cyberbullying at work when exposed to repetitive and intrusive negative acts facilitated by new information and communication technologies (ICTs). The incidence of workplace cyberbullying has rapidly increased following the COVID-19 pandemic. This issue does not arise in isolation; leadership plays a critical role. Leaders who fail to set clear rules and provide minimal supervision may exacerbate interpersonal conflicts among subordinates. This study explores the role of laissez-faire leadership and interpersonal conflicts on workplace cyberbullying from a gender perspective. A two-wave panel study was conducted (N = 1995; 53.6% women; M age = 42.02 years old; SD = 9.23; age range: 18-74 years old). Our findings indicate no direct relationship between laissez-faire leadership and workplace cyberbullying; however, there is a significant indirect relationship. Laissez-faire leadership is associated with a higher frequency of interpersonal conflicts, which in turn are related to cyberbullying, making interpersonal conflicts a mediator. Additionally, gender moderates the relationship between interpersonal conflicts and workplace cyberbullying. Our results suggest that interpersonal conflicts may increase exposure to cyberbullying, particularly for men under laissez-faire leadership. These findings have managerial implications for introducing tailored interventions to prevent workplace cyberbullying.

This study investigated the interplay between mental health and family dynamics among working women in Punjab province of Pakistan, during Covid-19 pandemic using primary data collected from 250 women working in public and private organizations through a structured questionnaire and employing the Depression, Anxiety, and Stress Scale (DASS-21) and the Beach Center Family Quality of Life Scale (FQOL) to evaluate psychological wellbeing and familial satisfaction. Statistical analysis via Multiple regression analysis revealed high levels of depression and anxiety, particularly among working mothers managing childcare, domestic obligations, and professional responsibilities. Women with extended family support reported better mental health and life satisfaction compared to those in nuclear households. Factors such as marital status, challenging work environments, and lower income correlated with poorer mental health outcomes. In contrast, joint family structures, marital stability, supportive workplace environment, and higher income were positively enhanced life satisfaction, while economic hardships worsened well-being.

Bullying act are the patterns of antisocial behaviours that are generally developed during the early stages of one’s life. These are embodied with negative and deliberate undesirable acts for a prolonged period of time by taking an advantage of the visible power differences. These behaviors include outrageous, intimidation, offensive, abusive, hostile, devious, undermining acts towards another person. The objective of the present study was to find out the role of the employee’s education and their parent’s education in relation to the employee’s exposure to bullying. Three hundred and one employees working in a private organization included in the study administered with negative acts questionnaire to measure bullying and their education background and their parent’s education background were collected. From the results it is found that subjects educational background was significantly associated with work-related bullying and person-related bullying. Mother’s education was signific...

Bullying at workplace encompasses all the negative acts that occurred by taking an advantage of perceived power differences either in their hierarchical position or emotional vulnerability between any two employees i.e., by the subordinate to the employer or by the employer to subordinates or between two co-workers repetitively for a prolonged period of time. The objective the study was to identify the prevalence of bullying among the employees in private and public organizations and also to compare their exposure to bullying. Employees who were never bullying among the whole sample was only 26.2 percent, it means 73.8 percent of the employees were bullied occasionally or severely. Such a huge number of employees were considered as the targets of bullying. The amount of personal exposure to bullying among the employee was extremely larger than any other previous investigation on the bullying exposure among the employees globally. Employees who were never exposed to bullying were low...

The aim of the study was to design a Polish adaptation of the Reflective Practice Questionnaire
(RPQ) and to establish its psychometric properties. The RPQ, which measures reflective capacity
through seven subscales – Reflective Capacity, Self-Appraisal, Desire for Improvement,
General Confidence, Communication Confidence, Uncertainty, and Stress Interacting with
Clients – was adapted through a process of translation, cultural modification, and reliability
validation. For the Reflective Capacity scale, theoretical and criterion validity were examined
using the Brief COPE and the Rumination-Reflection Questionnaire. Data were collected
from 63 bilingual participants in an initial study and 403 teachers in a subsequent study. The
internal consistency of the Polish RPQ ranged from a Cronbach’s alpha of 0.72 to 0.89, and
a second-order model of the Reflective Capacity scale provided the best fit to the data. Weak
positive correlations were observed between Reflective Capacity and both reflective private self-consciousness and selected Brief COPE scales (planning, instrumental and emotional
support, self-blame). Results indicate that the Polish adaptation of the RPQ is a useful tool for
research and professional development in educational contexts, though its theoretical limitations
should be acknowledged. Future research should examine its application in academic
studies and in evaluations of teacher training program effectiveness.

This paper reviews the substantial body of research on workplace bullying with a view to developing a regulatory framework for controlling and preventing bullying problems. The paper argues that  Top down approaches in dealing with workplace bullying are unlikely to be effective;  Local knowledge, understanding and capacity are crucial to managing workplace bullying;  Workplace bullying is an interpersonal issue that can be triggered and sustained by a host of factors including the personalities of the people involved, the norms of the workplace, structural features of the work, management style and emotional well-being;  Workplace bullying can be understood as a competitive struggle of oneupmanship that locks individuals into bullying/victim roles;  Better management of shame is at the heart of workplace bullying problems;  Because of the complex set of factors leading to shame and shaping bullying, a multipronged approach is necessary that engages all levels of the organizat...

Studies from high-income countries suggest that workplace bullying is associated with several occupational diseases and health outcomes, including musculoskeletal disorders (MSD). However, studies on the relationship between bullying and MSD are scarce, particularly in low- and middle-income countries. Therefore, we aimed to investigate the association between workplace bullying and MSD among civil servants from a state in southern Brazil. Cross-sectional study with 1,615 judicial civil servants from a Brazilian state. Data was collected through a web survey. The structured questionnaire included direct questions regarding previous MSD diagnosed by a doctor. Workplace Bullying was measured by the Negative Acts Questionnaire (NAQ-r). Logistic Regression was used to estimate prevalence odds ratios (POR) and test associations of interest. The prevalence of workplace bullying was 17.7%, and the prevalence of MSD was 23.1%. After adjustment for sex and age, workplace bullying was strongl...

Introduction: Low back pain (LBP) is one of the most common complaints in occupational health, and it is associated with several individual and occupational factors. However, the role of workplace bullying in LBP is not well established. Therefore, this study aimed to investigate the prevalence of LBP in the last week and chronic LBP, analysing the association between workplace bullying and LBP in a group of Brazilian civil servants. Methods: Cross-sectional study with 894 judiciary civil servants from Porto Alegre, southern Brazil. Workplace Bullying was measured by the Negative Acts Questionnaire (NAQ-r) and Low Back Pain by the Nordic Questionnaire for Musculoskeletal Symptoms (NQMS). Logistic Regression was used to analyse data and test hypotheses. The overall prevalence of LBP in the last 7 days was 50.1%, while the overall prevalence of Chronic LBP was 19.3%. Some psychosocial factors at work were strongly associated with both LBP in the last week and Chronic LBP. Workplace bullying was strongly associated with LBP, even after adjustment for several covariates. The risk of LBP in the last 7 days among bullied workers (weekly or daily exposure to negative acts) was 1.89 (95% CI: 1.31-2.71) times higher, compared to non-bullied. Workplace bullying was also associated with chronic LBP after adjustment for sociodemographic, behavioural and some occupational factors (OR=1.60; 95% CI: 1.05-2.44). The prevalence of LBP in the last week and chronic LBP was higher than in the general population. Psychosocial factors at work, and particularly workplace bullying, were strong risk factors for LBP, in contrast to most individual factors. The positive association between bullying and LBP was consistent with studies from high-income countries, and dose-response patterns were showed. Some psychosocial factors at work may be on the causal path between bullying and LBP. Further longitudinal studies should address this hypothesis, investigating mechanisms and possible mediation.

In the face of absent effective treatment or vaccine for all, workers unable to comply with social distance were subjected to company health and security management policies. This study explored the knowledge on workspace safety measures. Methods 2002 workers had accessed to self-reporting forms from December/2020 through March/2021. From these, over a thousand answered some of the questions, while 687 had filled most of the forms on the RedCap platform. Results From 687 workers distributed in 22 Units of Federation, the greater representation were SP (33%), RJ (30%) RS (19%) states. The majority belonging to health (22%), post office (11,3%), services (9,5%), education (9%) and extractive industry (9%). Participants were 54% women and 59% white. Among them, 24% were confirmed as positive for COVID-19. More than half (53%) believed contamination occurred at or during commute to work and 18% were undetermined. Regarding capacitation promoted by employers, 63% reported it as non-present or insufficient. The majority (70%) considered the collective space to address preventive measures as absent and/or insufficient, as well sanitary barriers use in employee and costumer distancing (2 m). 55% stated individual protection equipment were not supplied regularly and sufficiently since the beginning of pandemic. The findings in this study revealed deficiencies in contingency plans adopted by companies and workplace safety measures policy as well. Furthermore, inadequate protection equipment supply during COVID-19 pandemic was also reported. This situation increased insecurity and exposure risk to SARS-CoV-2 in workers, reducing preventive measures effectiveness to mitigate pandemic, turning workplace in an important locus for virus spread. Financial support: Vice-Presidency of Environment, Attention and Health Promotion of the Oswaldo Cruz Foundation and Public Ministry of Labor -4th Region.

Conclusion Perceived work-related mental health is greatly affected by age and gender. Improving mentally healthy working environment could be more effective if workers' age and gender are taken into account. Future studies are needed to identify any difference of demographic characteristics between self-reported work-mental health issues by workers and diagnosed mental illness resulting from work by doctors for better workplace health and safety interventions.

Workplace bullying (WB) is associated with Common mental disorders (CMD) in highincome countries, but there is a lack of evidence relating to this subject in low-and middle-income countries. Therefore, this study aimed to investigate the association between bullying and CMD in Brazil. A cross-sectional study with 907 judicial civil servants from Porto Alegre, southern Brazil, was carried out. WB was measured by the Negative Acts Questionnaire(NAQ-r) and CMD by the Self-Report Questionnaire(SRQ-20). Logistic regression was used to analyse data and test hypotheses. The overall prevalence of CMD was 32.8%, while the overall prevalence of bullying was 18.3%. WB was strongly associated with CMD, even after controlling for confounders. After adjustment for sociodemographic, personality and occupational confounders, weekly and daily exposures to negative acts increased 4.32 (95% CI: 2.00-9.33) and 6.80 (95% CI: 3.42-13.51) times the risk of CMD, respectively. Considering the operational definition, bullied workers had a 3.45 (95% CI: 2.26-5.25) higher risk of CMD. The results are consistent with studies from high-income countries. Different ways of categorising exposure to WB and testing association with CMD are suggested. Interventions to prevent bullying, focusing on work processes and psychosocial factors at work, could reduce the risk of mental health problems.

IntroductionWorkplace bullying has been currently described as one of the main psychosocial factors at work, with negative impact on health. Its causes and antecedents have been increasingly discussed by researchers, although there is still a lack of epidemiological evidence on the phenomenon. Therefore we aimed to evaluate the association between other psychosocial factors at work and bullying in a sample of Judiciary Brazilian Civil Servants.MethodsCross-sectional study with a sample of 1667 workers from the Federal Judiciary in southern Brazil. We used the Psychosocial Safety Climate Scale (PSC-12), the Job Stress Scale (JSS) and the Effort-Reward Imbalance Scale Scale(ERI) in order to evaluate psychosocial antecedents of bullying at work. The Negative Acts Questionnaire (NAQ-r) was used to measure bullying. Poisson regression was used to test associations between bullying and psychosocial factors.ResultsThe overall prevalence of bullying (exposure to a weekly negative act) was 1...

IntroductionBullying has been described as a risk factor for mental disorders, however there is a lack of evidence on this subject in low- and middle-income countries. Therefore we aimed to evaluate the association between workplace bullying and common mental disorders in a sample of Judiciary Brazilian civil servants.MethodsCross-sectional study with a sample of 1667 workers from the Brazilian Federal Judiciary in southern Brazil. The Negative Acts Questionnaire (NAQ-r) was used to measure bullying at work and the Self Report Questionnaire (SRQ-20) was used to evaluate Common Mental Disorders (CMD). Poisson regression was used to test associations of interest, controlling for confounders.ResultsThe overall prevalence of CMD was 33.5%. The prevalence of workplace bullying was 17.7%. In the crude analysis, exposure to bullying (at least one negative act in a weekly basis in the last six months) was associated with a 2.07-fold (CI 1.81–2.36, p<0.001) higher prevalence of CMD. After...

IntroductionWorkplace bullying has a high prevalence in organisations and is associated to several health problems. However compiled information on its risk factors remains a gap in the literature. Thus this study aimed to systematically review risk factors for workplace bullying in an epidemiological approach.MethodsStudies were selected by a systematic search in Medline (PubMed) and BIREME (LILACS, IBECS, BINACIS, BDENF, Index Psicologia, WHOLIS, MedCarib and Coleciona SUS) databases. Inclusion criteria were articles in English, Spanish or Portuguese, providing statistical analyses on risk factors for workplace bullying. Quality was assessed using an adapted version of the Downs and Black checklist. PRISMA and MOOSE guidelines were used for reporting papers.ResultsFifty-one papers were included in the review. 70.6% were from European countries. Women were reported to be at higher risk of being bullied in most studies. The association of age, marital status and personality traits w...

Introduction Workplace social capital (WSC) is hypothesised to be beneficial for employee health. We sought to examine the association between changes in WSC in relation to changes in HbA1c levels. Methods Analyses included 2778 men and 684 women aged 65 and under working at six companies in Japan from the J-HOPE Study. The first survey was conducted between October 2010 and December 2011, and two follow-up surveys were conducted at approximately annual intervals. Questionnaires inquiring about workplace social capital and other characteristics were administered at each survey. Blood samples were obtained from participants at baseline and at the following two surveys. Linear regression analysis was performed to assess the cross-sectional and longitudinal association between WSC and HbA1c levels using Generalised Estimating Equations. Result For women, higher level of WSC was cross-sectionally associated with lower HbA1c (standardised regression coefficient (b) À0.020, 95% CI: À0.033 to À0.007). Longitudinally, similar associations were observed (b À0.016, 95% CI: À0.030 to À0.003). No association was found among men. All explanatory variables were standardised before inclusion in each analysis. Discussion WSC may have beneficial effects on glycometabolism in working women. The gender difference in associations may be partially explained by the socio-cultural context. Our findings lend weight to the notion that the pattern of association between WSC and HbA1c is both culturally contingent and gender-specifi.

women were found with abnormal pap smear findings, with some found with cervical cancer. Discussion Malaysia as a nation is facing a new challenge in sustaining the productivity of employees. The findings of the health status of Malaysian employees, showed much higher prevalence of non-communicable disease risk factors compared to what it was 10 years ago. To curb the epidemic and its impact to both businesses and the nation, a concentrated effort involving the government, the employees and the employers are required.

Nesse artigo, estaremos trabalhando com duas areas de conhecimento: Literatura e Psicologia Junguiana. Nossa proposta e interdisciplinar: pretendemos analisar dois contos intitulados, O espelho e A causa secreta, do escritor brasileiro Machado de Assis, a partir dos trabalhos junguianos da psiquiatra brasileira Nise da Silveira.

Objective: The goal of this study was to systematically review risk factors for workplace bullying. Methods: The search was carried out in two databases. Studies with estimates of risk factors for workplace bullying were included in the review. We assessed the quality of the selected studies using an adapted version of the Downs and Black checklist. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and Meta-analyses of Observational Studies in Epidemiology (MOOSE) guidelines were used for reporting papers. Results: Fifty-one papers were included, and 70.6% were from European countries. Women were reported to be at higher risk of being bullied in most studies (odds ratio (OR) from 1.17 to 2.77). Authoritarian and laissez-faire leadership styles were positively associated with bullying. Several psychosocial factors, such as stress (OR from 1.37 to 4.96), and occupational risks related to work organization, such as flexible work methods, role conflict, role am...

This paper is the first to explore the impact of culture on the acceptability of workplace bullying and to do so across a wide range of countries. Physically intimidating bullying is less acceptable than work related bullying both within groups of similar cultures and globally. Cultures with high performance orientation find bullying to be more acceptable while those with high future orientation find bullying to be less acceptable. A high humane orientation is associated with finding work related bullying to be less acceptable. Confucian Asia finds work-related bullying to be more acceptable than the Anglo, Latin America, and Sub-Saharan Africa country clusters and finds physically intimidating bullying to be more acceptable than the Anglo and Latin America country clusters. The differences in the acceptability of bullying with respect to these cultures are partially explained in terms of cultural dimensions.

Emotional intelligence should be regarded as a fundamental component of effective leadership because it enables leaders to foster trust, understand and respond to the needs of their team members, and make ethical decisions that respect human dignity. This discussion examines the moral shortcomings that occur when leaders neglect empathy, overlook the suffering of others, and manipulate performance data to serve organizational interests. Ethical leadership involves a sense of moral responsibility, the cultivation of inclusive environments, and a deep respect for human dignity. In the absence of emotional awareness and sensitivity, leadership risks compromising ethical principles, thereby transforming into a moral challenge rather than a moral authority. A friend of mine lives with chronic pain. Some days, she can't concentrate. Her body is in constant conflict with itself. And still, she shows up.

IntroductionThis study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human’s mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying.MethodsThe authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3.ResultsRe...

The present study analyzed the Virtual-PRO program's efficacy in preventing peer sexual harassment by promoting the bystanders' active intervention and incorporating a virtual reality (VR) component. The impact of the program on sexist attitudes, moral disengagement, the intention to intervene as bystanders, and the involvement in sexual aggression and victimization was tested. Method: Virtual-PRO is a VR-enhanced sexual harassment curricular prevention program of six one-hour sessions. The evaluation comprised a pre-test, a post-test after the intervention, and a follow-up measure at three months. In the study, 579 Spanish adolescent students aged between 12 and 17 years (M = 14.76, SD = 0.88; 47.1% boys) were randomly grouped into experimental (n = 286) and control (n = 293) conditions. Results: The Virtual-PRO program effectively controlled participants' levels of sexism and reduced moral disengagement in the experimental group compared to the control group three months after the intervention. The program also showed positive results in changing bystander behavior, increasing the intention to intervene when the victim was not a friend. Finally, visual/verbal and online victimization decreased in the experimental group and increased in the control group. No differences were found for physical sexual victimization and sexual aggression. Conclusions: The first trial of the Virtual-PRO program is promising and highlights the use of VR as a sexual harassment prevention tool. Follow-up measures are essential to determine the impact of interventions accurately.

This study investigates the impact of a workplace sleep program on employee well-being using a pre-post intervention
design. Conducted at a large public university, the program aimed to address sleep-related issues among early-career
researchers. A total of 49 participants took part in a series of psychoeducational sessions that focused on sleep hygiene,
relaxation techniques, and the relationship between stress and sleep. Participants wore actigraph devices to objectively
measure their sleep patterns both before and after the intervention, with follow-up assessments conducted four months
later. The results indicated significant improvements in both objective and self-reported sleep, as well as overall wellbeing. Additionally, participants reported reduced perception of exposure to workplace bullying behaviors. These findings
suggest that implementing structured sleep programs can be an effective strategy for organizations seeking to enhance
employee well-being and mitigate the adverse effects of sleep deprivation

Cet article examine les liens entre l’injustice organisationnelle et la santé mentale des enseignants, en mobilisant les théories de la justice organisationnelle et les données empiriques récentes. Les résultats des recherches convergent vers l’idée que la perception d’injustice, qu’elle soit distributive, procédurale, interactionnelle ou informationnelle, fragilise la motivation, augmente la détresse psychologique et accroît le risque d’épuisement professionnel. En contexte québécois, la surcharge de travail et la pénurie de ressources accentuent ces effets, mais des dispositifs organisationnels démontrent un potentiel de prévention. Cette étude souligne l’importance d’intégrer des pratiques équitables, transparentes et participatives afin de soutenir le bien-être du personnel enseignant.
Mots-clés : justice organisationnelle, santé mentale, enseignants, Québec, risques psychosociaux

Workplace bullying is a growing concern that significantly impacts employees’ mental health and organizational well-being. This article explores the connection between workplace bullying and depression, highlighting how repeated acts of intimidation, humiliation, and exclusion create long-term psychological harm. Victims often experience stress, anxiety, and a loss of confidence, which can escalate into clinical depression if not addressed. Beyond individual suffering, organizations face consequences such as reduced productivity, absenteeism, and high staff turnover. Preventing bullying requires clear policies, supportive reporting systems, and the promotion of a respectful work culture. This article emphasizes the importance of collective responsibility in recognizing, addressing, and eliminating workplace bullying to protect employees’ mental health and sustain organizational success.

Despite growing interest in mitigating the negative impact on corporate environmental responsibility initiatives, their impact on corporate financial performance remains unclear. The study reviews existing research to examine the impact of environmental responsibility practices on corporate financial performance. The study systematically reviews 32 articles covering a period of 10 years (2015-2025) to examine the relationship between environmental responsibility practices and firm financial performance. The study identified the conflicting relationship between environmentally responsibility practices and firm financial performance. The study observed positive relationships in firms operating in highly regulated sectors, and negative relationships in high polluters and emitters. Furthermore, the review indicates corporate environmental responsibility practices negatively impact on short-term corporate financial performance. The study underscores the mitigation policies that target high polluters and emitters as they are negatively affected by environmental responsibility initiatives. Additionally, the review highlights the urgent need for tax policies to mitigate high upfront expenditure associated with corporate environmental initiatives.

Despite their desire to communicate with confidence, clarity, and respect, assertive employees are often misinterpreted as aggressive, confrontational, or even defiant. This study examines this recurrent phenomenon in organizational settings. These misinterpretations are profoundly influenced by larger sociocultural and organizational contexts and go beyond simple interpersonal misunderstandings. The paper examines how gender biases, cultural norms, hierarchical structures, and differences in communication styles contribute to the negative framing of assertive behaviour, drawing on recent scholarly debates. Women and members of marginalized groups, for instance, are disproportionately vulnerable to these misconceptions and are frequently branded as challenging or disobedient when exhibiting the same behaviours that are praised in others, especially men. In order to capture the scope and complexity of the problem, the study uses a mixedmethods research design that combines quantitative surveys with qualitative interviews conducted across several industries. According to preliminary research, assertiveness is frequently confused with aggression when it is demonstrated in settings without inclusive communication frameworks or where organizational culture upholds strict hierarchies. It has also been demonstrated that managerial styles and leadership attitudes significantly influence whether these biases are challenged or maintained. The study emphasizes the necessity of focused interventions, such as training for employees on diverse communication, leadership development programs, and performance management systems that reduce evaluation subjectivity. Organizations can promote healthier workplace relationships, improve inclusivity, and assist staff in expressing themselves without worrying about being negatively labelled by tackling the misconception about assertiveness. Finally, by providing useful information for academics and professionals alike, this study adds to current discussions on workplace dynamics, equity, and organizational effectiveness.

Toxic leaders have dark personality traits that drive them to be the 'top-dog'. They use bullying and harassment as a strategy to manipulate people and circumstances to keep their top-dog position. Creating chaotic and dysfunctional environments enables them to control you. Well, that's the premise at least. In societies based on a hierarchal system, there is always a leader at the top, calling the shots, whether you like it or not. So how does the top-dog keep their position and everyone else in line? This book sets out a methodical and logical explanation of each of more than 76 different tactics used by toxic leaders that form a pattern of bullying. Translating complicated and complex social and psychological concepts into plain English, this book uses real life scenarios to explain how toxic leaders manipulate people and circumstances to maintain control over them. Susan Broomhall is a social scientist with a major in psychology specialising in behavioural analysis and research. With over 30 years practical in-field experience, she has used her own experiences of being a target of bullying to bring to light her knowledge of the toxic leadership stronghold. Toxic leaders are a problem but people are good problem solvers. Sometimes, all we need is a little more understanding of the problem that needs to be solved.

OCCUPATIONAL VIOLENCE, AGGRESSION AND DUTY OF CARE IN AUSTRALIA are topics that have not been broadly examined in Australia with the exception of the healthcare sector. This multisectoral study highlights teh need for an integrated risk based approach to tackle violence and aggression.

Burnout, anxiety, and depression represent interconnected challenges that affect not only individual health but also corporate sustainability and productivity, with estimated annual costs exceeding $300 billion globally. Traditional interventions-such as motivational talks or superficial mindfulness workshops-often lack the scientific grounding required to achieve meaningful change. This article explores the application of evidence-based psychological models, including Cognitive Behavioral Therapy (CBT) and Acceptance and Commitment Therapy (ACT), alongside validated psychometric tools (Maslach Burnout Inventory, Copenhagen Burnout Inventory, PHQ-9, GAD-7, Perceived Stress Scale, and WHO-5 Well-Being Index). Through systematic analysis of implementation barriers, ethical considerations, and real-world case studies with measured outcomes, we demonstrate that integrating these approaches into corporate wellness programs and digital health platforms provides a more effective and scalable solution to prevent and address burnout and its comorbidities. A comprehensive case study illustrates measurable improvements in employee well-being, with 34% reduction in burnout scores and 67% improvement in retention rates over 12 months.

Bullying is a well-known adversity among school-age children. It
is a widespread social phenomenon that transcends gender, age, racial, cultural and geographical boundaries. School is more than the academic instruction that occurs in classrooms. Education that positively influences all elements of human life is an outcome of a positive and nurturing environment that supports and promotes learning. This review paper attempts to present a brief status on major researches over past decade (2000-2017) about ill effects of bullying on victims and perpetrators personality and academic achievement. Among all methods of bullying assessment, self-reports and checklists are most frequently used, in these tools individuals are asked to indicate frequently experienced forms of harassment with a specified time frame or they are asked to express their subjective feelings of being a victim. Besides these, the other tools commonly used include Sociometry, Questionnaires, Peer Nomination Inventories, Impact of Event Scales and Hypothetical Bullying Scenarios and a variety of other self-designed questionnaires most of which were first used in pilot projects to check the validity and reliability of these tools. The result of research work done in past decade, indicates that bullying has direct adverse effects on academic achievement of students as it is impossible for students to unleash their fullest potential if they fear for their safety. The long-term exposure to bullying, cruelty, bias, and hate-motivated behavior can have a tremendous impact on academic success both for the victims and for the perpetrators. Apart from this, bullying in schools can cause children and adolescents to develop a variety of somatic (like sleep disturbances, headaches, stomachaches etc.) as well as psychological symptoms (isolation, withdrawal, school phobia, low self-esteem etc.,) most of which will persist into adulthood, affecting their personality in years to come.

Background: Workplace stressors, such as bullying, are strongly related to subsequent long-term sickness absence, but little is known of the possible physiological mechanisms linking workplace stressors and sickness absence. The primary aim of this study was to investigate to what extent cortisol levels were associated with subsequent sickness absence and if cortisol mediated the association between workplace bullying and sickness absence. We additionally investigated possible bidirectional associations between bullying, cortisol, and long-term sickness absence. Methods: Participants came from two Danish cohort studies, the "Psychosocial RIsk factors for Stress and MEntal disease" (PRISME) cohort and the "Workplace Bullying and Harassment" (WBH) cohort (n = 5418). Information about exposure to workplace bullying and morning and evening salivary cortisol was collected at three time points with approximately two years in between. After each data collection, all participants were followed for two years in registers, and cases with long-term sickness absence lasting 30 or more consecutive days were identified. The association between cortisol levels and subsequent sickness absence was assessed by logistic regression, while the extent to which the association between bullying and sickness absence was mediated by cortisol was quantified through natural direct and indirect effects. Results: High evening cortisol was associated with a decreased risk of sickness absence (OR = 0.82, 95% CI = 0. 68-0.99), but we did not find that high morning cortisol levels (OR = 0.98, 95% CI = 0.81-1.18) or high morningto-evening slope (OR = 0.99, 95% CI = 0.82-1.18) were associated with subsequent sickness absence. We also tested for reverse causation and found that long-term sickness absence, but not salivary cortisol, was a strong risk factor for subsequent workplace bullying. There was no indication that cortisol mediated the association between workplace bullying and sickness absence. Conclusion: We found no straightforward and simple association between cortisol and long-term sickness absence. Furthermore, the association between workplace bullying and long-term sickness absence was not mediated by cortisol.

There is a substantial lack of financial literacy among educators, especially in emerging economies, which can influence personal and professional financial behavior. This study assessed whether financial literacy challenges influence high school educators' financial decision-making and behavior. An empirical study employing quantitative methodology assessed the lifestyle spending among high school educators and identified specific areas of financial literacy challenges and limitations. Data was collected randomly from a sample size of 246 out of 793 high school educators in Mzunduzi (local) Municipality, KwaZulu-Natal, South Africa, which was used to illustrate how socioeconomic conditions, and financial resources have a significant effect on financial behavior. The findings revealed that there is low financial literacy among educators in terms of poor financial management practices, increased financial stress, and suboptimal retirement planning. These findings also highlighted the need for further financial literacy interventions to bridge the knowledge gaps and improve educators' financial health and sustainability. The results provide valuable insights for policymakers, educators, and financial education providers in emerging economies.

This study explores the predictive roles of digital connectivity and access to online resources in shaping global competence among pre-service teachers in Colleges of Education in Oyo State. A correlational survey research design was employed, involving 310 pre-service teachers selected through simple random sampling from two institutions. Data were collected using three self-designed instruments: the Pre-service Teachers' Digital Connectivity Scale (PTDCS), the Pre-service Teachers' Access to Online Resources Scale (PTAORS), and the Pre-service Teachers' Global Competence Scale (PTGCS). Statistical analyses, including Descriptive Statistics, Pearson Product-Moment Correlation, and Multiple Regression, revealed that while preservice teachers possess moderate levels of digital connectivity and access to online resources, barriers such as unreliable internet and limited institutional support hinder their potential. Nonetheless, they demonstrated moderate to high levels of global competence, particularly in applying global knowledge and engaging with global issues. The study concludes that enhancing digital infrastructure and improving access to online academic resources can significantly boost the global competence of pre-service teachers, providing essential insights for educational policy and curriculum development better to prepare teachers for an interconnected and diverse world.

The purpose of this study was to investigate the mediating role of workplace bullying in the relationship between interpersonal conflicts, transformational leadership, and psychosomatic disorders. The hypotheses were tested in a path model. The sample consisted of 7,639 non-university women teachers from different levels of public education, split into two groups: participants exposed to workplace violence behaviors but not workplace bullying (n = 7,090) and participants who met the two workplace bullying criteria (frequency and duration) (n = 549). The results indicate that exposure to work-related interpersonal conflicts is a predictor of negative acts related to workplace violence and workplace bullying in non-university women teachers. The perception of transformational leadership had a significant effect in preventing acts related to workplace violence in the group of women who only met the workplace bullying frequency criterion, but it was not significant in preventing workplace bullying. Additionally, women who suffered from workplace bullying significantly increased the frequency of psychosomatic disorders and professional support to overcome personal crises related to work compared to women who experienced workplace violence but not workplace bullying. School administrators need to promote adaptive coping behaviors to counter the negative violence subculture in schools and develop transformational leadership skills to avoid workplace violence toward women teachers.

Abstract: This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations—subgroup 22—(ISCO-08). The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes ...

The aim of this paper is to study certain factors that may be determinant in the emergence of workplace bullying among managers-employees with a recognized and privileged position to exercise power-adopting the individual perspective of the subject, the bullied manager. Individual, organizational, and contextual factors integrate the developed global model, and the methodology utilized to accomplish our research objectives is based on the binary logistic regression model. A sample population of 661 managers was obtained from the micro data file of the 5th European Working Conditions Survey-2010 (European Foundation for the Improvement of Living and Working Conditions) and utilized to conduct the present research. The results indicate that the chance for a manager to refer to him/herself as bullied increases among women that hold managerial positions and live with children under 15 at home, and among subjects that work at night, on a shift system, suffering from work stress, enjoying little satisfaction from their working conditions, and not perceiving opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes, within the usual course of events, that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist OPEN ACCESS directors/general directors in facilitating, to some extent, good social relationships among managers.

Workplace violence especially mobbing and bulying has become an important problem inthe workplace behaviors. This problem affect of whole employees, and it is moving fromthe streets to the workplace. Workplace stress, which could be caused by task content,such as dimensions of the job, and/or the role property, including social aspects of the joband relations among the employees from ali levels, cause physiological, and behavioralproblems.The objective of this article is to provide an understanding of general term of mobbingand bullying. In addition to this study aim to analyzes how to avoid being the target ofmobbing and what can you do if you become a target of mobbing.

The health workforce is the motor of any health system. Although the focus of health systems has been on increasing the availability of health workers, less attention has been devoted to exploring the factors associated with the satisfaction/dissatisfaction of the existing workforce or how to improve them. Objective: To assess job satisfaction among Irish healthcare workers and to model the association between psychological, sociodemographic, and work-related factors and the satisfaction of the health staff. Methodology: A secondary data analysis and subgroup analysis were conducted utilising the data collected in the waves (2016, 2018) of the Irish Staff Survey “Your Opinion Counts”(YOC). Descriptive statistics were used to describe the baseline characteristics of the participants. Post-stratification weights were generated to decrease the bias associated with the representativeness of the sample. Ordinal logistic regression was utilised for determining associations between job sat...

Malaria has been described as the foremost public health concern in tropical and subtropical regions of the world, Nigeria inclusive. This survey set out to assess the knowledge, attitude and practice on the use of ITNs as a malaria preventive tool among pregnant women and to determine its level of recommendation and proper instructions given by pharmacists. Structured questionnaires were administered to pregnant women attending antenatal clinics at two selected hospitals in Alimosho Local Government Area (ALGA) of Lagos State and also to community pharmacists practicing in the same ALGA. Data was analyzed using Epi Info 2002 and Microsoft Excel. Forty eight community pharmacists and 163 pregnant women participated in the study. About 77 and 91% of pregnant women were aware of ITNs at Igando GH and the private hospital respectively. Only 11.2% and 37.5% actually used it. Majority of the pharmacists (95.8%) recommended the use of ITNs and 95% of them also gave counsel on ITN use whil...

The gender gap in media organizations has drawn research attention in recent years. This study, through the lens of the glass ceiling concept, draws on interview data to explore how gender is represented in managerial positions within Ghanaian broadcast media. The study's findings indicate that, despite progress towards gender equality, men continue to dominate top managerial positions in Ghana's broadcast media. The absence of institutional policies specifically targeting gender representation perpetuates these inequalities. Further, informal efforts by some media firms to ensure fair representation lack the effectiveness of formal guidelines and accountability mechanisms. Thus, women in the Ghanaian broadcast media experience the "glass ceiling" effect and are excluded from managerial decision-making processes. The study highlights the importance of promoting gender equity and diversity in leadership within the Ghanaian broadcast media.

Workplace incivility is a current challenge in organizations, including smaller firms, as is the development of programs that enhance employees' treatment of coworkers and ethical decision making. Ethics programs in particular might attenuate tendencies toward interpersonal misconduct, which can harm ethical reasoning. Consequently, this study evaluated the relationships among the presence of ethics codes and employees' locus of control, social aversion/malevolence, and ethical judgments of incivility using information secured from a sample of businesspersons employed in smaller organizations (N = 189). Results indicated that ethics code presence was associated with a more internal locus of control and stronger ethical judgment of workplace incivility. Social aversion/malevolence was negatively related to ethical judgment, and internal locus of control was positively related to ethical judgment. Smaller firms should develop ethics codes to manage individuals' perceptions of control, thus encouraging enhanced ethical reasoning in situations that involve the mistreatment of coworkers; they should also monitor counterproductive tendencies that harm such reasoning and precipitate incivility.

The aim of this study was to develop a Hearing Disability Acceptance Questionnaire (HDAQ), and to study its construct and concurrent validity. Design: Crosssectional. Participants: A total of 90 participants who were noticing hearing difficulties were recruited in the UK. Main outcome measures: HDAQ was developed based on the Tinnitus Acceptance Questionnaire (TAQ). Participants' completed self-report measures on hearing disability acceptance, hearing disability, anxiety and depression and a measure of stages of change. Results: The results suggest that the HDAQ has a two-factor structure that explains 75.69% of the variance. The scale showed good internal consistency (Cronbach's alpha of 0.86). HDAQ was also found to have good concurrent validity in relation to self-reported hearing disability, self-reported anxiety and depression and readiness to change measures. It has been suggested that acceptance is an important aspect when facing chronic health conditions. To our knowledge there is no previously published validated scale to measure the acceptance of hearing disability and for this reason HDAQ could be useful in future research. However, the role of acceptance in adjusting to hearing disability needs to be further investigated.

Violence at workplace toward health care professionals including nurses is gaining a thoughtful concern worldwide. The prevalence of workplace violence in the Middle East including Jordan is considerably high although governmental policies and legislations exist. Tackling and preventing such issue of workplace violence necessitates reinforcing and reviving existing policies. The researchers in the current study adopted a plan of action using a systematic method to establish and implement specific strategies and policies to prevent workplace violence against health care professionals in Jordan. A detailed description for developing the policy was provided in this study based on the following steps: describing context of the problem, identifying policy goals and options, weighing policy alternatives, highlighting the recommended solutions, and providing a strategy for implementation and evaluation

Küreselleşmenin etkisinin artışı ile yöneticiler yalnızca şirketleriyle ilgili kararlarda değil, ulusal ve uluslararası piyasalarda karar almada, ekonomik ve siyasi düzenlemelerde giderek daha fazla söz sahibi olmaya başlamışlardır. Şirket elitlerinin toplumsal hayatta yarattığı değişiklikler yöneticilerin kim olduğu sorusundan hareketle sosyolojik bir inceleme gerekliliği doğurmaktadır. Doktora tezi araştırmasından hareketle yapılmış bu araştırmada ise 2023 yılında en yüksek ciroya sahip 10 şirketin üst yönetim kadrosundaki 87 yöneticinin eğitim, yabancı dil, meslek gibi verileri incelenerek kesişim noktaları anlaşılmaya çalışılmıştır. Araştırmanın nihayetinde erkek ağırlıklı üst yönetim kadrosu göze çarpmakta, yüksek lisans eğitimini tamamlamış yöneticiler sayı olarak öne çıkmaktadır. 10 şirket ile yapılmış ön çalışmanın geliştirilerek ve veri doygunluğuna ulaşılarak şirket yöneticisi kimliği üzerine söz söylenebilecek bir çalışma haline dönüşmesi hedeflenmektedir.

Inconsistent performance of suppliers is one of the significant challenges facing the South African construction industry. Management of the power dynamic between construction firms and their suppliers is one of the approaches for boosting the performance of both of these partner groups. This study explores the association between non-mediated power, relationship strength, and supplier performance metrics in the South African construction industry. The study used a quantitative methodology to examine 389 supply chain professionals drawn from the construction industry in Gauteng and KwaZulu-Natal provinces. Data were collected using a structured, self-administered survey and analysed using partial least squares structural equation modelling (PLS-SEM) to test the hypotheses. The results revealed that referent and legitimate power positively influence relationship strength, which in turn enhances supplier quality and delivery performance. However, expert power did not significantly affect relationship strength, and the latter did not considerably impact supplier cost, flexibility, or sustainability performance. The findings highlight the nuanced role of social power sources in shaping supplier performance in construction supply chains. This study contributes to the literature on supply chain management by introducing a novel model linking power dynamics, relationship strength, and supplier performance. Its originality lies in its examination of non-mediated power's function in improving supplier performance through relationship strength in South Africa's construction industry.

Background: Workplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument. Methods: A translation process was followed from the French to the Greek version of LIPT questionnaire. Testeretest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach a coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary healthcare setting and at the largest public hospital of Cyprus with response rate of 73.4%. Results: Women comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were "Being continuously interrupted" (17.2%) and "continuously being given new work assignments" (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p ¼ 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p ¼ 0.004). This was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.